1. Human Capital Study in Poland
Competences on Changing Labour Market: The Human Capital Study in Poland
Prof. Dr. Jarosław Górniak
Jagiellonian University in Krakow
Centre for Evaluation and Analysis of Public Policies
Vienna,
19-20 March 2018

2. Human Capital Study – policy assumptions
To be functional in:
narrowing competence gaps at national and regional levels
creating evidence based conditions for policy making concerning human capital development
disseminating information about situation and trends concerning availability and demand for skills and competences on the labour market
providing in-depth insight into emerging trends in selected industries to facilitate cooperation between education and business in elaboration of professional curricula (NEW)

3. Human Capital Study – research assumptions
High methodological standards – statistical validity of data
Good research design and implementation
Transparent, documented methodology
Interesting and important but understandable analysis
Access to micro data for analysts conducting own research
Broad dissemination of results
Policy impact

4. Human Capital Study – thematic assumptions
Identification of the degree to which competencies of employees match the needs of the employers
Compatibility between educational profiles at the upper secondary and university level and needs of employers
Skill profiles of job seekers and demand of employers
Determinants of lifelong learning activities

6. HCS I Research components
2010
2011
2012
2013
2014
Employers (sample ; edition I-V)
Jobs announcements (sample ; edition I-V)
Adults in productive age (sample ; edition I-V)
Registered unemployed (sample 8 000; edition I)
Students of the last grade (sample ; edition I i IV) of secondary schools
Students of BA and MA studies (sample ; edition I i IV)
Educational organizations (sample 4 500; edition I-V)
Educational specializations (official data; edition I-V)

7. SHC II (2017- 2023) components Bi-annual
Employers (with panel component)
Adults in productive age (with panel component)
Educational organizations
Two waves of sectoral studies in leading industries coordinated with sectoral councils of competencies
3 industries already launched: financial services, tourism, IT

8. HCS II 2016-2023: Research schedule
2017
Crossectional survey
Employers
3500
Population
4000
LLL/Training Sector
1000
2018
Panel
Pracodawcy
1000 (panel)
Ludność
panel
2019
Split panel survey
Employers
2500
1000 (panel)
Population
1500 (panel)
LLL/Training Sector
2020
Panel
Employers
1000 (panel)
Population
1500 (panel)
2021
Split panel survey
Employers
2500
1000 (panel)
Population
2900
1500 (panel)
LLL/Training Sector 1000 (panel)
2022
Panel
Employers
1000 (panel)
Population
panel ,

9. Limitations of the survey approach to measure competences
Time and motivation constrains in case of longer questionnaire
Diversification of competences across jobs and standardisation of the questionnaire
Skills versus motivations
How to compare supply with demand of skills and competences

10. And would you like to have a job demanding such skills?
How to measure competences?
Testing knowledge and skills (partly used in SHC II)
Declarative measurement (basic approach in SHC I & II)
Please, assess the level of your skills in organization and conducting office work
Low
Basic
Medium
High
Very high 1 2 3 4 5
And would you like to have a job demanding such skills?
Definitely not
Rather not
Neither yes, nor not
Rather yes
Definitely yes 1 2 3 4 5
[12]

11. Declarative measurement
How to measure competences?
ADVANTAGES
Simplicity
Comparability across competences
Grasping active competences
Compatiblity of measurement on supply and demand side
DISADVANTAGES
Generality
Potential discrepancy between declarations and reality
Relativity
Comparability across jobs and employers versus employees declarations
[13]

13. Sectoral competence studies
Main goals:
Define profiles of key jobs in selected business sectors
Compare demand and supply of competences in the sectors
Indicate challenges concerning competences in relation to socio-economic structural change
Contribution to the evidence informed human resource development in analysed sectors

14. Sectoral competence studies
Main components:
A business sector situation and future trends
Foresight of demand for human capital: competences and qualifications
Identification of key business processes in the sector and related jobs
Description of key jobs’ competence profiles
Comparing demand and supply of competences in the sector

15. Result deployment and utility
Project website:
Reports
Data
Methodology
Transmissions and reports from conferences
Dissemination conferences with important stakeholders
Central
Regional
Input to policy analysis
Legal acts and regulations
Policy reports (education, labour market, 50+ policy)
Public hearings and policy seminars
Media attendance
For sectoral studies – cooperation with “sectoral competence councils”

16. Achievements Growing impact on policy making
Interest among important stakeholders
Utilisation by media in public discourse
International presence
Impact on other research and policy analysis
Influence on thematic reports of the Central Statistical Office
Project selected to the Mutual Learning Programme of the DG Employment, Social Affairs and Inclusion of the European Commission

17. Thank you! jaroslaw.gorniak@uj.edu.pl www.ceapp.uj.edu.pl
Jarosław Górniak